Recruiter / People Operations

About the Role

LiveX is growing across engineering, solutions, go-to-market, and operations, and hiring has outgrown what the founders can handle. This is the company's first dedicated People hire: no HR team, no existing processes. Own full-cycle recruiting for all open roles and the employee experience from offer acceptance through the first 90 days, plus clean exits. Roughly 70% recruiting / 30% onboarding and offboarding. Reports to the CEO, works with every hiring manager; a path to Head of People as the team grows.

Responsibilities

Recruiting (primary)

* Run full-cycle recruiting for engineering (AI/ML, full-stack, hardware/edge), solution engineering, sales/GTM, and operations: intake, job posts, sourcing, screening, scheduling, debriefs, offers, closing.

* Proactively build pipeline via sourcing tools, referrals, university/new-grad programs, AI and robotics communities, and events such as NVIDIA GTC; do not wait for inbound.

* Run a fast, candidate-friendly process: structured interviews, scorecards, same-week feedback, weekly pipeline report for the founders.

* Set up and maintain the ATS and key hiring metrics: time-to-fill, pass-through rates, offer-accept rate, cost per hire.

* Manage agency and contract recruiters when used: negotiate terms, enforce quality, control spend.

* Work with founders on offers: leveling, base pay, commission and equity framing, closing candidates with competing offers.

Onboarding & Offboarding

* Own signed offer through day 90: offer letters, background checks, I-9 and E-Verify, new-hire paperwork, equipment/account setup with engineering, first-week schedules, 30/60/90-day check-ins.

* Keep the onboarding guide current; every new hire correctly set up in payroll, benefits, and the cap table on day one.

* Coordinate visa-related onboarding (H-1B, OPT/STEM OPT, TN) with outside immigration counsel: document collection, timelines, employee communication.

* Run offboarding: exit checklists, equipment/access recovery, final pay timing under California rules, exit interviews, documentation.

* Maintain accurate, compliant personnel files; point of contact for paperwork, benefits enrollment, and policy questions.

Requirements

* 3–6 years of full-cycle recruiting, including in-house at an early-stage startup (seed to Series B, under ~50 employees).

* Experience hiring both software engineers and salespeople.

* Hands-on onboarding and offboarding end to end, including I-9 and new-hire compliance for California employees.

* Strong sourcing skills; comfortable cold-reaching senior ML engineers or enterprise AEs.

* Organized and systems-minded: builds processes, keeps ATS and personnel records clean without prompting.

* Excellent written and verbal communication; often the first impression of LiveX for candidates.

* Discretion with compensation, equity, immigration, and personnel matters.

* Early-stage operator mindset; comfortable with no existing HR function.

* Able to work on-site in Palo Alto.

Nice-to-Haves

* Recruiting for AI/ML, robotics, computer vision, or hardware roles.

* Hands-on with a modern ATS, HRIS/payroll platform, and cap-table software.

* Experience working with immigration counsel on employment visa cases.

Compensation

Base salary $110,000 – $150,000 per year, plus equity and benefits; placement depends on experience and skills.

How to Apply (original posting)

Send a resume and a short note describing the hardest role you have closed to [email removed], subject "Candidate Application - Recruiter / People Operations".